Delineation of Flexible Work Arrangements & The Impact on Employee Mentality, Loyalty, and Productivity This paper is a review of flexible work arrangements and the impact on employee mentality, loyalty, and productivity. Flexible work arrangements consist of variable labor hours meaning an employee has the flexibility of choosing the hours they work, telework, location where they work, and or a condensed work week. On December 9, 2010 President Obama signed a Telework Act that tasked government agencies with creating a telework plan. The Telework Act was created to better leverage technology and to maximize the use of flexible work arrangements, which will aid in recruiting new Federal workers, retain valuable talent and allow the Federal government to maintain productivity in various situations -- including those involving national security and other emergency situations (Berry, J., US OPM). The organization I am employed with worked diligently to establish a telework plan for each of their employees however; to date it has not been implemented. As a human resource management major and government employee, the topic of alternate work arrangements captured my interest and attention. It is clear the organization I am employed with struggles with the concept of telework and is in no hurry to execute the plan in place. The decision to begin teleworking changes regularly. Whether telework is ever implemented while I am employed at the bureau is not something I am overly concerned with however, I do understand why it is important to coworkers residing in different states. The agencies uncertainty to telework has negatively affected some of my colleagues’ jobs and personal lives. What’s worse is that my coworkers accepted their positions years ago with...

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FlexibleWorkArrangement
Ta, Quoc Dat
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Contents
Introduction………………………………………………………………………………… 4
Discussion and Analysis……………………………………………………………………. 5
Conclusion…………………………………………………………………………………..11
Recommendation…………………………………………………………………………… 12
Reference…………………………………………………………………………………….13
I. Introduction
With the challenges of an ageing workforce, a smaller talent pool and growing concerns about competition, successful organizations are introducing different ways to work and gain significant benefits. One of those solutions is “Flexibleworkarrangement”. According to Canadian Center for Occupational Health and Safety (2008), flexibleworkarrangements allow the employees a certain degrees of freedom in deciding how the work will be done and how they will coordinate their schedules with other employees. Flexibility in how and where employees work can have positive impacts on management and employee commitment, as well as business and operational outcomes. For instance, results from a survey conducted by OSAGI on flexible...

...Flexible time
A plan whereby employees’ workdays are built around a core of mid-day hours when all workers are required to be present.
Workers can arrange their own starting and stopping hours before and after the core period.
Positive effects on employeeproductivity, job satisfaction, satisfaction with work schedule, and employee absenteeism.
Positive effect on absenteeism was much greater than onproductivity.
Compressed workweek
* Non-conventional 5-day, 40-hour workweek
Example – pilots, doctors, nurses etc
* Job sharing
* Allowing two or more people to share a single full-time job.
* Teleworking
* Employees work from home using telephones and the Internet to transmit letters, data, and completed work to the home office.
* Allows employees to manage work and family responsibilities
* Teleworking
* Employees work from home using telephones and the Internet to transmit letters, data, and completed work to the home office.
* Allows employees to manage work and family responsibilities
Types of FlexibleWorkArrangements
There are several types of flexibleworkarrangements. Employees and supervisors should carefully consider each arrangement to...

...using flexibleworkarrangements for many years now, one of the reasons advocate their usage is that flexibleworkarrangements help the employees to better balance between their work and life needs (Almer, Cohen, & Single, 2003) . Also organizations that provide flexibleworkarrangements are more attractive to applicants and better in retaining its employees than other organizations that not offer such arrangements (Rau & Hyland, 2002; Bevan, Dench, Tamkin, & Cummings, 1999). In our study we will focus on flexiblework schedules as a sort of flexibleworkarrangements.
The objective of this study is to understand the impact of schedule work schedules on the employees’ performance and if the job type is affecting the relationship between the flexiblework schedule and employees’ performance.
Literature Review
Definition of flexible working hours
Flexible working hours is a way of arranging working hours to allow the employees to select their working hours themselves or even choose the number of hours they will work on a day (Hoffmann & Greenwood, 2001). Bevan and colleagues (1999) suggest that organizations that don’t recognize and address the...

...Discuss and critically evaluate if flexible working arrangements are a motivational approach to employee relations.
Introduction:
In the past decade, especially in northern countries of European Union, some major changes have occurred regarding labour matters. One of the most popular challenges has been the implementation of working arrangements which provide flexibility in a number of areas such as working time, place ofwork, task or job content, rewards (Papalexandris, and Kramar 1997). Flexibleworkarrangements are deﬁned as “employer provided beneﬁts that permit employees some level of control over when and where they work outside of the standard workday” (Lambert, Marler, & Gueutal, 2008, p. 107).
Flexibility in working time includes a variety of arrangements for part-time work, job sharing, flexi-time, fixed-term contracts, subcontracting and career/employment break schemes. As a result, more women are joining the workforce and dual career couples are becoming increasingly common (Moorhead, Steele, Alexander, Stephen & Duffin 1997). These working arrangements are also often referred to as family-friendly, work–family, or more recently work–life policies. This implies an employee focus, but the extent to which these policies primarily beneﬁt...

...These may include among others, flexible schedules, where they can make other appointments such as meeting the doctor without having to lose their pay. Further, salaried employees can work remotely. Salaried employees will be of greater help to the organization. Their job description will be broader, and will have to accomplish the whole job, with outcomes and goals that are less measurable, unlike those of hourly employees. In some instances, there could be a conflict of interest between salaried and hourly employees. Conflicts cause distraction when hourly employees have completed their tasks and salaried employees are yet to complete their daily activities at the workplace.
Classification of Employees
Classifying employees as either hourly or salaried depends on the type of work done by the employees and their status as nonexempt or exempt. The federal government controls classification of employees. Hourly employees work for more than forty hours in a week and may be eligible to be paid. State laws are also responsible for regulating when an employee should be paid and at what rate. Employers have the authority to pay overtime as much as they can, to hourly employees. Federal hourly laws expect that employees will get overtime. However, some of the employees are said to be exempt in relation to overtime pay. Those who fall in the exempt category include managers, supervisors, and professional...

...can propose an arrival and departure time, for a total of eight hours of work per day. For example:
* 7:00 a.m.-3:30 p.m. Monday-Friday (with a half-hour lunch)
* 9:00 a.m.-6:00 p.m. Monday-Friday (with an hour lunch)
Compressed Work Week
This option allows employees to work a 40-hour work week in less than the traditional 8-hour day, 5-day work week. For example:
* An employeeworks four 10-hour days
* An employeeworks four 9-hour days and a half day on Friday
Job Sharing
Job sharing is a workarrangement in which two people work part-time and share the responsibilities of one full-time job. For example:
* Half or split days, e.g., one employeeworks in the morning and the other employeeworks in the afternoon
* Half or split weeks e.g., one employeeworks the first 2.5 days (Monday to Wednesday morning) and the other employeeworks the remaining 2.5 days (Wednesday afternoon to Friday)
Telecommuting
Telecommuting is a workarrangement in which an employee carries out all or some of the duties of the job at home or another alternate work location. While most positions at the University...

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FlexibleWorkArrangements
Denise R. Resendiz
Webster University
Overview
Workplaces that work, no author cited, discusses the overall benefits of flexibleworkarrangements to both the employees and the employer. It details how this type of arrangement should be managed in order to achieve the most benefit. Additionally, the article outlines how to an organization can implement this program (Workplaces that work, nd). The article FlexibleWorkArrangements: A Win-Win for Organizations and Employees, written by Kathleen Christensen, discusses a Bridgespan Group white paper that discusses the need for senior level executive positons between the years of 2007 and 2016. The article details the importance of how a flexibleworkarrangement can open the pool or available candidates to meet the growing need of senior level positions. Additionally, this article outlines the benefits and potential pitfalls of the program (Christensen, 2005).
Main Issues of Both Articles
According to a Bridgespan Group white paper there will be a need to add approximately 640,000 new senior level positions between the years of 2007 and 2016. In order to achieve that level of required positions, it will require investing in leadership capacity in addition to...

...Chapter 14: Alternative WorkArrangements
Please read this Case Study and Evaluate options. Should the availability of alternative workarrangements for private sector employees in the United States be mandated by law? Why or Why not? Explain your answer. No; because it should be employees choice if they want to work for an employer that has alternative workarrangements in their organization. Alternative workarrangements programs or guarantee employee participation in established programs, implementation and usage of alternative workarrangements programs depends upon management support and leadership. Alternative workarrangements can generate beneficial outcomes, particularly for employers, such as “increased employee retention, loyalty and morale; higher productivity; improved recruiting of highly qualified workers; decreased employee tardiness and unscheduled absences; and maximum used of facilities and equipment. And on balance, the positives seem to outweigh the negatives. Organizations that offer flexible working arrangements are, and will continue to be, employers of choice. Employees consistently rank flexible schedules high on their list of desired benefits; employers...